Protection against snooping

A: The answer depends on where you live. Twelve states have recently put laws on the books that make it illegal for employers to request or require an employee or applicant to reveal a user name or password for a personal social media account.

They are: Arkansas, California, Colorado, Delaware, Illinois, Maryland, Michigan, New Mexico, Oregon, Utah, Vermont and Washington. Another 26 states have pending legislation on the subject.

What a few short years ago was a minor exercise in workplace snooping has snowballed into a countrywide political wrestling match to redefine workers' privacy rights. Here are the basic bones of contention:

•Proponents of employers' rights to digitally monitor their employees' personal social media define the issue as protective security precautions to know if an employee is damaging the company's brand by divulging propriety information or otherwise engaging in workplace misconduct. The same argument is made to give employers the right to open the social media hood of applicants as an indicator of a potential employee's proclivity to harm the company.

•Proponents of workers' rights to privacy protection say plenty of laws already protect propriety information. They also contend that the issue extends beyond the employee or applicant to the person's connections, and call into question whether a company is illegally considering protected items such as race, age and sexual orientation when making hiring decisions.

You can track state legislative action covering this issue on the National Conference of State Legislatures (ncsl.org).

Q: Recently you discussed the excellent value of two-year community colleges. Thanks. But here's my two cents: Remind your transferring community college readers that during their freshman year, they should double-check that all of their chosen courses will be accepted by their intended four-year college. Do this by contacting a counselor at the senior college that awards the bachelor's degree.

No one gave me a heads-up about the transferability factor, and I had to spend another community college year taking additional courses that would "articulate." — J.T.R.

A: Thanks. I've heard similar stories from other students who also found out the hard way that a little advance research can save time, money and frustration.

Speaking of two-year colleges, a new paperback is garnering lots of media attention: "The Community College Advantage: Your Guide to a Low-Cost, High-Reward College Experience" (Sourcebooks) is authored by Diane Melville, a young woman who financed her entire college education through scholarships.

Melville also operates Transfer Bootcamp (transferbootcamp.com), a site that provides an online guidance program designed specifically for community college transfer students. It recently won a grant from the Bill and Melinda Gates Foundation.

Q: After being promoted several months ago to manager of my department, I'm having trouble getting Jake, one of my former team members, to carry out my instructions. He's an innovative and talented person but he always insists on doing the work his way and on his timeline. Help? — H.B.

A: Look in the mirror and decide whether you're micromanaging. If you are, stop it. Try these tips from seasoned managers:

•Give Jake an assignment with a clear explanation of the big-picture rationale for getting the work done promptly and competently.

•Identify and explain the outcomes you expect, thus giving Jake ownership of the task and the outcome.

•Give Jake feedback or rewards based on how well he does.

If this reasoned approach fails, it's time to seek guidance from your boss, who, hopefully, is very experienced in solving managerial head-butting issues. Jake may be having trouble accepting direction from his former co-worker.

Email career questions for possible use in this column to Joyce Lain Kennedy at jlk@sunfeatures.com; use "Reader Question" for subject line. Or mail her at Box 368, Cardiff, CA 92007.